Permanent Part Time Employment : The Manager's Perspective / Stanley D. Nollen and Others.
An exploratory study attempted (1) to learn why some employers use permanent part time employment and others do not, (2) to suggest what the benefits and costs of part-time employment are, and (3) to describe which work settings are well-suited to part time employment and which are not. Data were ob...
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| Format: | eBook |
| Language: | English |
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Distributed by ERIC Clearinghouse,
1977.
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MARC
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| 100 | 1 | |a Nollen, Stanley D. | |
| 245 | 1 | 0 | |a Permanent Part Time Employment : |b The Manager's Perspective / |c Stanley D. Nollen and Others. |
| 264 | 1 | |a [Place of publication not identified] : |b Distributed by ERIC Clearinghouse, |c 1977. | |
| 300 | |a 122 pages. | ||
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| 500 | |a Sponsoring Agency: Employment and Training Administration (DOL), Washington, DC. |5 ericd. | ||
| 520 | |a An exploratory study attempted (1) to learn why some employers use permanent part time employment and others do not, (2) to suggest what the benefits and costs of part-time employment are, and (3) to describe which work settings are well-suited to part time employment and which are not. Data were obtained from personal interviews and mail questionnaires from sixty-eight private sector employers, both users and nonusers of permanent part-time employment. The occupations of workers studied were mainly clerical, operative, and laborer. The findings are that (1) the economic benefits and costs of part-time employment are not large and not central to the employers' decisions to use it, (2) employers do not have pejorative views about part-time workers but do see them as different from full-time workers, (3) the nature of the employer's business (work technology) strongly affects the usage of part-time employment, and (4) some dimensions of organizational climate distinguish users from nonusers. The findings indicate that the decision to use part-time employment is prompted by a scheduling problem and implementation depends on several factors, e.g., work technology, labor market conditions, and labor union influence. (The report includes thirty-one tables, ten charts, an appendix containing the interview and mail questionnaires and a bibliography.) (Author/EM) | ||
| 650 | 0 | 7 | |a Blue Collar Occupations. |2 ericd. |
| 650 | 0 | 7 | |a Business. |2 ericd. |
| 650 | 0 | 7 | |a Clerical Occupations. |2 ericd. |
| 650 | 0 | 7 | |a Employer Attitudes. |2 ericd. |
| 650 | 0 | 7 | |a Employer Employee Relationship. |2 ericd. |
| 650 | 0 | 7 | |a Employment Opportunities. |2 ericd. |
| 650 | 0 | 7 | |a Employment Patterns. |2 ericd. |
| 650 | 0 | 7 | |a Employment Potential. |2 ericd. |
| 650 | 0 | 7 | |a Employment Practices. |2 ericd. |
| 650 | 0 | 7 | |a Employment Problems. |2 ericd. |
| 650 | 0 | 7 | |a Labor Utilization. |2 ericd. |
| 650 | 0 | 7 | |a Occupational Surveys. |2 ericd. |
| 650 | 0 | 7 | |a Part Time Employment. |2 ericd. |
| 650 | 0 | 7 | |a Working Hours. |2 ericd. |
| 710 | 2 | |a Georgetown Univ., Washington, DC. School of Business Administration. | |
| 710 | 2 | |a Georgetown University. |b School of Business Administration. | |
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